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The week due to inappropriate behavior skinners

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the week due to inappropriate behavior.Skinner's hypothesis was primarily impacted by psychologist Edward Thorndike's work,who had suggested the law of effect. Based on this principle, actions followed by favorable
EMPLOYEE REWARD MANAGEMENT8outcomes have a higher possibility of reoccurring than those followed by undesirable results. Thetheory relies on a legitimately simple belief that activities followed by rewards have a higherprobability of happening again in the future. For instance, if one told a funny story in a publicgathering and everybody laughed, it more probable that you will be tempted to say that story inthe future. Also, if you approached someone and responded politely, it is more likely for you tocontact the individual in the future since a desirable outcome followed the action. Conversely,actions or situations that led to undesirable consequences or punishment may not be repeated inthe future (Landers et al., 2014). For instance, if you approached the same individual andhappened to be rude, you may never contact the individual again in the future. Also, if youshouted an answer response in class and the tutor scolded you, you may never interrupt the classagain.Herzberg's Motivation-Hygiene TheoryFredrick Herzberg is contemplated as one of the key contributors to motivational andmanagement theories. He sought to define the impact of attitude on motivation by probingindividuals about the circumstances that influenced them to feel bad or good regarding their jobs.The survey found out that individuals who had a bad feeling had varied responses than those wholiked their jobs. The findings of the survey formed the foundation of the theory. He specificallyacknowledged intrinsic (motivation factors) and extrinsic (hygiene factors) motivators(Chiat &Panatik, 2019). In some instances, the theory is also referred to as "the two-factor" theory due tothe factors observed.Hygiene elements represent basic and more tangible needs, which were identified byMaslow as lower-level needs. They include fringe, job security, and job status needs.As such,organizations that do not provide suitable and anticipated extrinsic motivators depict a slow level
EMPLOYEE REWARD MANAGEMENT9of employee satisfaction and motivation. On the other hand, intrinsic motivators embody moreemotional and less tangible needs. These needs were classified by Maslow's hierarchy of needstheory as higher-level requirements. They comprise of recognition, challenging work, growthpotential, and relationship needs(Alston, 2017). Managers should ensure that these needs aremet to guarantee employees' satisfaction.The factors that distinguish this theory from other theories were discussed on the basis ofemployee expectations. Herzberg alludes that extrinsic and intrinsic motivators have a transposedassociation. It implies that extrinsic motivators tend to minimize motivation in their absence,while intrinsic motivators' presence intensifies motivation due to employee's prospects (Alston,

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Term
Spring
Professor
wauye
Tags
Fredrick Herzberg, Landers, B F Skinner

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